The conflict resolution process allows for a more satisfactory, less combative style to become part of any conflict. This means the ‘temperature’ of the conflict can drop a little so that people can start bridging gaps and resolving issues in a less adversarial way.
Psycho-dynamic mediation takes a more holistic view of the process of resolving conflicts. It enables people to express views, feelings, opinions and emotions so that they can be ‘heard’ as part of the process. This allows people to be able to sift the actual grievances from the emotion of the adversarial process that may be taking place.
One of the primary benefits of mediation is that it can take the conflict away from a legal setting. Professionals are often more equipped to be adversarial and can often appear to ‘stir up’ more conflict and resentment.
In traditional conflict settings, the idea that ‘everyone loses’ is a sign of a successful negotiation is outdated. It does not reflect the way in which mediation has affected the relationships and processes of conflict resolution.
Mediation is frequently (and successfully) used in a range of setting including:
- Employment Disputes
- Personality Clashes (Teams or between managers and a member of staff)
- Change Management
- Relationship Issues
- Estate Planning
- Union/Management disagreements
- Workforce consultation
Different settings create different results -for example:
- Reduced court time
- Reduced legal fees
- Longer term relationship ‘repair’
- A sense of ‘fairness’
- A more rational approach to decisions
- The ability to build further change into any agreement
- The suspension of immediate ‘hostilities’ between parties
We help with a range of issues, why not contact us today to discuss your situation and for a no obligation review of the issues.